The Approach to Competency

based
Training Need Analysis
Workshop
By
Dr. PS Daram
Competency Management
Training (M) Sdn Bhd
psdaram@gmail.com
+6012-4389951

Instant Assessments
My name is
My job is
The orgn needs me because
My learning expectations from this
Program is

The Programme
Objectives

Take away
House rules
Parking Lots/ Issues
corner
3

Section One

Background to TNA.

Needed.

Needless.

Training

Systematic development of

A................
S................
K...............
to help a person perform the job to the
required standards.

Training

A planned effort to enable employees

learning of job related competencies.

Diagnosis - ascertain from symptoms

Prognosis - forecast the course of action

Training

Why is it a need

Who needs training

What is the area of

training
When is it required

Training

Where is the venue

By whom will
training be
conducted
How will it be
conducted
At what cost

Development

The planned
growth of
expertise beyond
current
requirements.

Key terms

Knowledge
Expertise
Learning
Development

10

What is TNA ?
A systematic process of collecting and analyzing
information for individual and organisational
improvement
Or
The method of choices for determining
who needs what training is usually called
training needs analysis
11

TNA

To determine if
training is
necessary

12

Why TNA

Manage
pressure
points
Respond
proactively

13

Why TNA?
To address
1. Current

performance
deficiency
2. Future
developmental needs
14

TNA to

Identify ASK gaps

Determine the right intervention
Determine the benefits of training
Distinguish training and non training
issues
Identify organisational, task and person
issues
15

Focus of TNA
Deficiency -

present situation based

on historical data
scrap/rejects/complaints
accident/absenteeism

Opportunity (development)

likely situation based

on future data
business plan
technology
organizational change
16

Types of needs

Normative
Felt
Expressed
Comparative
Anticipative

17

Changes

Lead to needs

people movement
new management
new process
new technology

18

Four conditions for Job Performance

Skills and Knowledge

Self efficacy
Opportunity to perform
Supportive environment

19

Rule Number 1 - Bob Mager

Train only when people don't know how

to do it and there is a need for them to
do it.

Training is a solution.

Performance is the goal.

20

Rule Number 2 - Bob Mager

If they already
know how , more
training wont
help.

21

Rule Number 3 - Bob Mager

Skill alone is not

enough to
guarantee
performance

22

Role of the Training Needs

Analyst

Data collection
Involve people
Employ a process
model
Share information
23

Role of the Training Needs

Analyst

Propose solutions

Manage obstacles

Project closure

24

Role of Line Management

Management
HOD

HRD

Managers
Executive
Supervisors
25

Issues

Current approaches

Discussion

26

Sharing Exercise

15 minutes

27

HRD

A process for
unleashing human
expertise through
OD and T & D for
the purpose of
improving human
performance
Phases
28

OD

A long term effort led and supported

by top management
Key variables

29

ADDIE CYCLE
ANALYSE

EVALUATE

IMPLEMENT

DESIGN

DEVELOP

30

Performance
How can you fix performance problems if
you dont know what they are?
Diagnosis for Prognosis

EXPECTED

GAP
CURRENT

31

Human Performance
technology
Improving performance
through
analysis
cause for performance
discrepancy
interventions

32

Analysis & Intervention

-symptoms
an observable indicator of a performance
problem

33

Analysis & Intervention

-cause
why the symptoms exist or reasons for the
indicators of performance problem

34

Analysis & Intervention

-Intervention
what can you do to correct the causes
identified
training solution
non training solution

35

Purpose of performance
change
Establish

- staff does not know what to do

Improve

- need improvement from current

level

Maintain

- performance is acceptable

Extinguish - learning to unlearn

36

Theorems

Tom Gilbert

37

Performance Analysis

Performance and Cause Analysis

Interventions

38

Exercise - HPT

Participant
workbook
Case study ABC
Nature Care
Or actual work
case

39

Section Three

Levels of Analysis
INDIVIDUAL

TASK/JOB

ORGANISATIONAL

40

Three levels of needs analysis

1. Organizational

what is not happening

what should happen
2. Job/task

what performance should occur

3. Individual

who needs what training

41

Quantitative Analysis Technique

for
Human Potential and Talent.

HPT

Dr. PS DARAM

Quantative Analysis Technique

for Human Potential.
STAFF
ABILITY
ANALYSIS

REVIEW
MEASURED
PERFORMANCE

POSITION

ASSESSMENT
PSDARAM MODEL.
PATENTED

DESIRED LEVEL

Level 1
Job Description.

Task Analysis

Competencies.

Competency Range

Performance Indicators

Assessment.

Level 2

Performance Indicators.

Criteria

Mid Point

Generic and narrative

Competency Range

Numeric Value

Assessment.

Level 3

Desired level

Pre determined
By superior/SME

Critical Assessment
Of Importance

2
1

Rank by Numeric
Value
Tabulate

Level 4
Assessment
Documentary
Evidence
Observable
Performance
Technical and Non
Technical Knowledge Test
Interviews

Score Card by Panel

Section Four

Data Collection tools

Competency

RCL

CCL

GAP

ITJ

TP

48

DATA COLLECTION TOOLS

Focus group
Survey
Interview
Observation

49

Focus group
generating ideas across department
select members who can..
identify performance problem
identify causes and solutions
size - 5-6 members
composition - homogeneous
heterogeneous
50

Surveys
large sample
feelings
questionnaire

- objective
- clarity
- administration
- tabulation
- findings
- recommendation
51

Interview
before

- objectives
- areas to be covered
- who to interview
- method of obtaining data

during

- listen, question and restate

- open ended
- close ended

after

- record
- prepare report
52

Observation

Visual

53

OBSERVATION
FACT VS INFERENCE

54

Annual training plan

Training matrix

55

Training Plan
No

Training
Program

Who
should
attend

Where

Training Cost
Provider /pax

Other
Exp

Ttl

Section Five

Reporting

57

Reporting to management
management buy in
prioritize
recommend solutions

58

Thank you - Terima Kasih

psdaram@ gmail.my
cmtmsb@streamyx.com
012 4389951

59